CAREER PATH PROGRESSION Clause Samples

The Career Path Progression clause outlines the framework for employee advancement within an organization. It typically details the criteria, milestones, or performance benchmarks required for promotion to higher roles, and may specify timelines, required training, or assessment processes. By establishing clear expectations and procedures for career growth, this clause helps ensure transparency and fairness in promotions, motivating employees and reducing ambiguity about advancement opportunities.
CAREER PATH PROGRESSION. An employee at any level who wishes to progress to a higher level must be performing more complex tasks and functions than those of the lower level and, where appropriate, must complete the further training required for higher skill levels. Implicit in career path progression is the existence of a suitable vacancy within the enterprise to which the employee can be appointed or successfully apply for promotion. As a matter of principle, the employer is committed to promotion on the basis of merit, which is consistent with equal employment opportunity and affirmative action requirements.
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CAREER PATH PROGRESSION. If an employee has not worked in a paid capacity in hospitality before, has undertaken no training recognised by the Club and has no previous experience directly relevant to their position within the Club, then that employee will take up employment at the introductory level. They will remain at that level for up to six months (if casual) and up to three months (if permanent) or until deemed competent. During this time they can gain an understanding of the industry through the Club, undertake structured training, gain practical experience and then move to a higher level. An employee at any level who wishes to progress to a higher level must be performing more complex tasks and functions and have larger responsibilities than those of the lower level, and where appropriate, have completed a non-compulsory minimum of two hours professional development in a year which may provide proof of further training required for higher skill levels. Professional development is not compulsory and will be undertaken in the employee’s time. This is to promote a culture of learning in line with the Club’s commitment to training. Specific in- house training programmes that are compulsory, for example, Induction Training, Food Hygiene and Handling for Kitchenhands and Supervisors, and training for Supervisors would be undertaken in the employer’s time. To progress to a higher classification level, an employee must also have demonstrated a competent level of work performance as highlighted in the performance management programme outlined in the Staff Induction Manual. Implicit in career path progression is the existence of a suitable vacancy within the Club to which the employee can be appointed or successfully apply for promotion and that progression is based on work performance rather than tenure. As a matter of principle, Shaw Sportz Ltd., is committed to promotion on the basis of merit which is consistent with equal employment opportunity and affirmative action requirements.
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CAREER PATH PROGRESSION. The salary ranges for each position are underpinned by a single salary structure, comprised of 24 pay points. Each salary point within the structure represents a 2% increase over the prior point. Progression within the salary range for each position will generally occur through the demonstrated acquisition of skills and experience, and salary will be reviewed annually as part of the OM Employee’s performance review. Increases in salary as a result of the acquisition of additional qualifications will be at the Company’s discretion and will be assessed in the context of overall performance and the relevance to the business needs. In general, OM Employees who are performing to the expected standard, and are progressing satisfactorily in the acquisition of skills and experience, will move one pay point per annum. Where an OM Employee acquires additional qualifications or authorisations which would allow the OM Employee to move to another position, the Company will determine the appropriate salary point commensurate with the skills and qualifications, however there will be at least one salary point movement associated with the move. It is expected that all OM Employees will share their skills, knowledge and experience with other employees, through both formal training sessions and informal ‘on-the-job’ training, in order to meet the Company’s objectives and the purpose of this Agreement. Where an OM Employee ceases to hold qualifications and/or authorisations relevant to their position, the Company will determine the appropriate salary within the classification levels. The Company will take into account the circumstances and the likelihood of the OM Employee regaining the qualification or authorisation. OM Employees will generally enter at the Operator Maintainer level 1, with a trade qualification and/or extensive experience in process plants (power, oil and gas, chemical or similar). Progress through this level will occur through a combination of: • completion and assessment of assigned operations projects; or • authorisation as a Designated Person under the Safety Rules. An OM Employee may be classified as on Operator Maintainer Level 2 through either of the following progression paths: 1. Through the acquisition of a Licence to Perform High Risk Work (or equivalent) with endorsement in at least the Advanced Boiler (BI) and Turbine Operation (TO) classes, and satisfactory completion of relevant projects; or 2. Through acquisition of high-level maintenance sk...
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CAREER PATH PROGRESSION. 28.1.1 In the event that a job role becomes vacant because of the departure of an employee for reasons other than the job role becoming redundant, progression within a career path will occur under the expectation that workplace training programs will be maintained. The objective is to fill Mill vacancies with the most suitable person for each role covered by this Agreement so as to provide every opportunity for the on-site achievement of high productivity outcomes and to achieve the highest level of expertise in each role 28.1.2 Career path progression will be based on the following steps: 28.1.2.1 Step One – from within the career path, based on: a) the training and assessment as competent of an employee, consistent with national competency standards and operating criteria for the role, and b) Length of service, provided employees eligible for consideration meet the objective criteria equally when assessed against applicable pre- established criteria for the role or career path level as drawn from the following: (i) Personally applicable, current, documented and generally available information on work performance, demonstrated initiative and application of knowledge; (ii) Performance while training or relieving in a job role; (iii) Demonstrated decision making/leadership skills; (iv) The inherent requirements of the job role, including genuine physical requirements. 28.1.2.2 Step Two – from among those who have applied for a transfer from a different career path, consistent with the principles at subclause 28.1.2.1 a) and b) above. 28.1.2.3 Step Three – from external applicants where that is necessary because there are no internal applicants or because of an immediate skills need.
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CAREER PATH PROGRESSION. An employee at any level who wishes to progress to a higher level must be performing more complex tasks and functions than those of the lower level and, where appropriate, must complete the further training required for higher skill levels.
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Related to CAREER PATH PROGRESSION

  • Progression For progression for all classifications under this agreement, refer to Schedules A to D.

  • Wage Progression (a) Employees within their position classification will progress from the "start rate" to the "one year rate" and so on, on the basis of eighteen hundred (1800) hours paid by the Employer at the "start rate" to the "one year rate" and so on. Hours for which the employee receives WSIB as a result of a work related injury while in the employ of the Employer shall be considered hours paid for the purposes of computing eligibility to progress to the next higher rate within their position classification. (b) Hours paid by the Employer during an employee’s probationary period will be included for purposes of wage progression.

  • PROGRESS AND COMPLETION 8.2.1 All time limits stated in the Contract Documents are material terms and time is the essence of the Contract. A failure by Contractor to do what is required by the time specified in the Contract Documents is a breach of the contract. 8.2.2 The Contractor shall begin the Work on the date of commencement as defined in 8.2.3 If in the sole opinion of the State, the Contractor fails to commence work on the project or to complete the work of said project within the time specified above, or to prosecute the work in such a manner that it appears that the completion date can be assured, the State shall have the right to notify the Contractor by Certified Mail that the terms of the Contract have been violated, and that effective immediately the Contract is terminated and the State has the right to and in fact is taking over and attending to completion of the project without prejudice to the State's remedies for any losses sustained

  • Synchronization, Commissioning and Commercial Operation 5.1.1 The SPG shall give PGVCL at least thirty (30) days’ advanced preliminary written notice and at least fifteen (15) days’ advanced final written notice, of the date on which it intends to synchronize the Solar Power Project to the Grid System. 5.1.2 Subject to Article 5.1.1, the Power Project may be synchronized by the SPG to the Grid System when it meets all the connection conditions prescribed in applicable Grid Code then in effect and otherwise meets all other Indian legal requirements for synchronization to the Grid System. 5.1.3 The synchronization equipment and all necessary arrangements / equipment including RTU for scheduling of power generated from the Project and transmission of data to the concerned authority as per applicable regulation shall be installed by the SPG at its generation facility of the Power Project at its own cost. The SPG shall synchronize its system with the Grid System only after the approval of synchronization scheme is granted by the head of the concerned substation/ and checking/verification is made by the concerned authorities of the PGVCL. 5.1.4 The SPG shall immediately after each synchronization/tripping of generator, inform the sub-station of the Grid System to which the Power Project is electrically connected in accordance with applicable Grid Code. In addition, the SPG will inject in-firm power to grid from time to time to carry out operational/ functional test prior to commercial operation. For avoidance of doubt, it is clarified that Synchronization / Connectivity of the Project with the grid shall not to be considered as Commissioning of the Project. 5.1.5 The SPG shall commission the Project within nine (9) Months from the Date of execution of this PPA. Declaration of COD shall be certified by the commissioning committee. 5.1.6 The Parties agree that for the purpose of commencement of the supply of electricity by SPG to PGVCL, liquidated damages for delay etc., the Scheduled Commissioning Date as defined in this Agreement shall be the relevant date.

  • Incremental Progression Three (3) Year Trained Teacher - Professional Development (a) Notwithstanding the provisions of paragraph 7.1.4 (f), a 3 year trained teacher may apply for progression by annual increments from Proficient 4 to 8 subject to the following conditions: (i) completion of at least twelve (12) months service on Proficient 4; (ii) participation in one hundred and fifty (150) hours of accredited professional development activities to be achieved at an annual average rate of not less than thirty (30) hours (five (5) days) and to be undertaken outside the hours engaged in teaching; and (iii) provision of a statement outlining the knowledge and skills acquired through participation in professional development. (b) Applications for progression identified in paragraph 7.1.6 (a) shall be made through the principal of the school and be subject to assessment and recommendation to the school authority by a panel consisting of: (i) a representative of the school authority; (ii) a representative of the teacher seeking progression; (iii) a representative jointly agreed to. (c) Applications for progression identified in paragraph 7.1.6 (a) shall include: (i) certification of participation in accredited professional development activities by activity providers; and (ii) a brief statement on a standard agreed, outlining the additional knowledge and skills acquired and their application in the teacher's work. (d) No teacher shall be required to undergo classroom or other inspection for the purposes of certification. (e) The review panel identified in paragraph 7.1.6 (b) shall make a recommendation to the employing authority as to whether in its opinion the teacher has satisfied the eligibility criteria in clause 7.1.6 (a). (f) A teacher who is assessed by the review panel as having satisfied the requirements contained in clause 7.1.6 (a) shall be entitled to progress to the next incremental pay step (Proficient 4 to 8 as appropriate) effective from their date of application or on the completion of twelve (12) months' service on their current incremental step (whichever is the later).